Work Place Diversity

“If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse human gift will find a fitting place” (Meade, n.d). Work place diversity is not just an industry buzz term, it has become essential in today’s office environment and organizational accommodation is necessary to take full advantage of employee potential. The United States has long been called the melting pot of the world and the blending of culture can be observed in many faucets of daily life, however diversity goes far beyond a person’s country of origin and culture. True work force diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more ("Diversity in the, n.d" ). Now looking at the broad definition of work place diversity, it is easy to see the need to accommodate all varieties of individual who make up our workforce.

Accommodating workforce diversity is necessary for any organization who wishes to grow and remain relevant in their industry. While this accommodation is necessary, careful considerations must be made to ensure that accommodating diversity for the good of individuals does not compromise the goals of the organization. To fully accommodate workforce diversity, an organization must remove any barriers or potential discriminators that exist in the work place. The organization must also ensure that all employees know and understand the purpose and vision of the company first, then be trained to understand the full extent of workforce diversity and its benefits, and finally know how to merge the two together to accomplish the goals of the organization.

Why is accommodating workforce diversity necessary? First off, organizations can enjoy many benefits by accepting and promoting workforce...

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...Case Analysis
A Framework for Pursuing Diversity in the WorkPlace
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A Framework for Pursuing Diversity in the WorkPlace
Comprehend the Case Situation
Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization. The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents. It is important to note that...

...1. In relation to your chosen workplace / place of learning, provide examples of policies / codes of conduct that encourage and / or protect equality and diversity.
The organisation in which the policy and information are taken from is called Framework. They are a registered charity which support and help the homeless. I have been volunteering here for a few weeks.
The organisation has one policy on equality and diversity for all staff. Their policy includes details of:
• Employment
• Race
• Religion
• Gender
• Sexuality
• Disability
• Age
The policy statement lists their commitments to equality and diversity and how they want to be as an organisation. These are:
• Develop services to achieve equality and diversity in all its activities
• Aims to have a workforce that generally reflects the local population
• Aims to offer services to the diverse client group that exists in the areas it serves
• Understands how valuing diversity can improve our ability to deliver better services
• Actively consults with all our service users to ensure that services which are provided
• are responsive and reflect the diversity of need
• Provides all employees with the training and development they need to enable them
• to achieve organisational goals
• Challenges society’s attitude towards our client group
The organisation aims to ensure the policy is applied fully,...

...DIVERSITY AT WORKPLACE
ORGANIZATIONAL BEHAVIOUR
1|Page
INTRODUCTION
Workforce has diversified workplace all over the world as well as in Pakistan due to globalization, emerging minorities, multi-generation and cultures. Due to diversified workforce differences like age, culture, disabilities, race, religion and gender have emerged in the organizations of Pakistan. Due to globalization, people from different countries and cities with different culture, race and religion combine and work together which creates differences among employees in terms of thinking, norms, values and religion. Minorities and women are emerging in workplace because they have realized that it is the only way for them to prove themselves and get their rights. Another reason for women taking part in workforce in Pakistan and all over the world is the increasing inflation and worsening economic conditions. This has reshaped workforce that falsify the practices that were the part of workforce before when the traditional ways of work were followed and workforce was not diversified. Multi-generations also leads to workforce diversity. Now elderly people are willing to do work even after retirement age due to increasing inflation and economic problems of Pakistan. One another reason for willingness of elders to do work even after retirement age is to maintain their standard of living and...

...members. Single individual works as the basic element of organization which reflects the organization behavior, but, meanwhile, interactivities of individual also result in the internal or external performance of organization. In another word, the management of organization should emphases not only on the single employee but also the interrelation of employees and that is one of the reasons why the management of diversity on workplace is a crucial element of modern organizational management and human resource management.
However, The causes of diversity on today`s workplace could be, mostly, summarized into three aspects. Firstly, an important reason is process of globalization. The globalization is defined as “A process that encompasses the causes, course, and consequences of the transnational and transcultural integration of all human and non-human activities.” (Nayef. F, etc, 2006) Generally, the process of increasing in human interactivities, interchanges and dimming of national boundaries, which as a result of arising global economical and technology, all lead to a inevitable increasing of complex on modern labor market and multiplicity on the market. For instance, It won`t be hard for us to imagine that, a Japanese man who is, now, living in American and working for a German company about the exploration of Australian market and that it`s daily of most international metropolises. At the same time, Demographical changes also...

...head: Cultural Diversity Changes in the Workplace
Changing Cultural Diversity in the Workplace
Mary J. Shaw
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Diversity and inclusion in the workplace are laudable benchmarks, but making it a standard that all employees embrace requires an effective plan all will buy into. Factors such as the rising numbers of immigrants, mergers or joint ventures with companies in other countries, the rising use of temps and contract workers, and the increasing globalization of business are a few of the forces making our workforce more diverse. With this growing diversity, companies must be constantly adjusting their diversity programs to meet these challenges. This paper takes a look at some of the changes that organizations can make to be successful.
Changing Cultural Diversity in the Workplace
The goal is to understand the meaning of diversity in the workplace and learn from the most effective diversity programs , even when it is clear that what makes a company truly diverse has become increasingly complicated over the years. Most agree that an effective diversity program is one designed to reduce racial and gender inequality in the American economy. The simplest meaning would be, diversity is variety — different ethnicities, races and genders represented within a workforce at...

...Ethics and Diversity in the Workplace
Ethics and Diversity and what does it mean?
1. Definition of ethics
2. Ethics in the world and in the workplace
3. How ethics affects the world and workplace
4. Ethics in the workplace starts with teamwork
5. How can we encourage others to be ethical
6. Definition of Diversity
7. Diversity in the world and workplace
8. How Diversity can affect or job
9. Were do we start to encourage diversity
Training Needed for Ethics and Diversity
* Company policy on discrimination
* Laws on discrimination
Conclusion
* Summary of everything
Definition of ethics:
The study of value or quality, in which is right, wrong, equal,and responsibility. What may be right to one could be different for another. Is is ethical to drive a plane into the side of a building to some no but to those who believe in something other yes. Ethics is a huge factor in our world today it can either make us or break us. In my report I will explain Ethics and Diversity and how it is a huge part of our lives.
Definition of Diversity:
A form of individualism, unique characteristics, beliefs and values. (Culture, religion, sexuality, genger, ECT) What makes everyone different from eachother, no two people are exactly the same, everyone has their own feelings and beliefs. Something makes you different from others. Diversity is...

...is well known for its Google Search, which provides information online and allows users to search for things, people, or places, as well as builds systems that recognize speech and understand natural language. Google is a very big company that has over 70 offices in more than 40 countries with different types of people in the workplace. In 2013, Google had 47,756 full-time employees (Statista, 2014). It offers many positions mostly involve with engineering and information technology. There are also many other teams and roles in the company such as Sale and Account management, Marketing and Communication, Real Estate and Workplace service, Partnership, Product management, and so forth. Apart from Larry Page and Sergey Brin, the two founders of Google, Eric E. Schmidt, David C. Drummond and Patrick Pichette are also members of the company’s executive team. The senior managers include Alan Eustace, Amit Singhal, Craig Barratt, Kent Walker, Laszlo Bock, Lorraine Twohill, Omid Kordestani, Rachel Whetstone, Salar Kamangar, Sridhar Ramaswamy, Sundar Pichai, Susan Wojcicki, Urs Hölzle (About Google, 2014). Since Google employs people from wide variety of backgrounds in order to have more unique experiences and perspectives, the company tries to encourage Googlers to be themselves at work. Employee Resource Groups (ERGs) are one way the company manage its diversity workforce. For example, The Black Googler Network (BGN) is actively...

...less favourably than another person or group because of their race, colour, national or ethnic origin; sex, pregnancy or marital status; age; disability; religion; sexual preference; trade union activity; or some other characteristic specified under anti-discrimination or human rights legislation.(http://en.wikipedia.org/wiki/Employment_discrimination)
1.2 The situation of workplace discrimination
No matter in a factory or a hotel , workplace discrimination can occur in these same place as following:
1.recruiting and selecting staff
2.terms, conditions and benefits offered as part of employment
3.who receives training and what sort of training is offered
4.who is considered and selected for transfer, promotion, retrenchment or dismissal.
1.3 The nature of discrimination
Discrimination behaviour can range from serious to less serious levels, however one-off incidents can still constitute descrimination. Also, where continued, such behaviour can undermine the standard of conduct within a work area, which may erode the well being of the individual or group being targeted and lead to lower overall staff performance.
The absence of complaints is not necessarily an indication that no discrimination is occurring. The person subjected to or discriminating behaviour does not always complain. This is not necessarily because the act is trivial, but because the person may lack the confidence to speak up on their own behalf or feel too intimidated...